Employee Retention Analysis

In 1960, West Bengal has been amongst the 3 richest states of India. Being a British capital of those times it has a strong manufacturing tradition. During the colonial period, West Bengal was one of the leading states having the highest contribution to nation’s industrial output and employment and continued this trend till the 1960’s.Post 1960, the state started losing its prominence and witnessed reduced productivity and labour militancy on a grand scale. This trend continued till the late 90’s, but the turning point came after 2000 where there has been a resurgence in the state’s industrial sector. Economic reforms and competition among states have led to renewed interest of Business groups in investing in West Bengal. This revival is evident from the upward trend

Chern’s talent philosophy involves the retention and development of their employees. In a recent analysis of the turnover data, the executives learned that a disproportionate number of good sales associates had left the organization. These sales associates could have been potentially strong candidates for the department manager and assistant department manager positions. Chern’s uses supervisor recommendations and structured interviews to promote about 75 percent of their sales associates to department managers and assistant department managers. In the exit interviews the sales associates indicated that they were leaving because they didn’t feel there was the potential of reaching the managerial positions they wanted. This indicates that Chern’s efforts to communicate promotional opportunities and succession planning intentions to high-potential sales associates is not sufficient. Chern’s needs to improve their internal promotion practices to ensure high-potential sales associates are developed and retained or the managerial positions.

Succession, in simple terms, refers to the concept of recruiting competent staff members to carry on the work of an organization (Titzer, Phillips, Tooley, Hall, & Shirey, 2013). With retirement of long-term staff members comes the need for new workers who can carry the torch. Part of succession planning is developing the leadership potential of prospective candidates. As important as succession planning is to the long-term wellbeing of an organization, many obstacles stand in the way of this being completed. These can include egotism, insecurity, failure to plan for the future, inadequate resources, lack of clear positions, and constant change (Titzer et al., 2013).

U.S. Steel and other steel companies for decades, relied on the tried and true strategies of vertical integration and price control (Hoerr, 1988). In the 1960’s, foreign competition from developing countries like South Korea, Taiwan and Brazil entered the market "with low material and labor costs, modern equipment, and the support of government policies" (Hoerr, 1988, p. 99). Because of lower costs and concern over supply created by constant threat of strike, many

For approximately 200 years, Great Britain had ruled over the Indian subcontinent. After Robert Clive’s forces won the Battle of Plassey, the East India Company had gained some power in 1757 (Ray). Before the period of British rule known as the Raj, India’s economy had been stable for some centuries. The Company had soon taken advantage of the strong framework in place, monopolizing industry and taking political control as well. India’s already large and growing population provided cheap labor for a subsistence economy installed within the nation that did not encourage industrial development. Because everything could be imported so cheaply from India without duty, India’s existing industries had no protection from British competition

Employee retention is a critical issue for all organizations and the increasingly competitive labor market will make hiring qualified candidates even more difficult in the future. Employee retention is an important step in building a successful ambulatory surgical center business (Regentsurgicalhealth, 2015). According to Medical Group Management Association (MGMA) twenty percent of receptionist and medical records staff and fifteen percent of nursing staff turn over each year. This turnover affects healthcare organizations in many different ways including customer satisfaction, quality of service, workplace productivity, employee morale, workflow efficiency and the organizations finances. Organizations that invest in their human capital and

The steel industry worldwide has a huge excess capacity, forcing many companies to operate in red. An unprecedented number of steel producers have filed for bankruptcy. Among them are Bethlehem Steel Corporation and LTV, who were the country’s third- and fourth-largest steel producers respectively. With a lot of world’s economies in recession in late nineties, there was a surge in the import of steel. With unfair subsidies from their governments, foreign steel producers were dumping steel in the U.S. market at cut-rate prices. In 1999, the United States had decided not to impose any import restrictions.

Material cost is an important factor in every industry. Even in this industry, around 30% of the final cost is tied up in steel, which causes fluctuation in the product price. This in turn determines the industry profitability and growth. On one hand, the industry was facing shortage

One of the biggest concerns among healthcare professionals today is job satisfaction. There are many articles which discuss issues related to this subject, and Nurse Staffing and the Relationship to Job Satisfaction and Retention is one of them. Four College professors, Debra Hairr, Helen Salisbury, Mark Johannsson, and Nancy Redfern-Vance came together in 2014 to conduct a study to see if nurse-patient ratios have a connection between job satisfaction and retention and to write a research article on their findings.

& Hacooun, 2015, p.7). Adding this type of program can help increase satisfaction from patients, increase effectiveness of practices used within the hospital, and hopefully increase employee retention.

For the most part, attracting and retaining employees in today’s market is one of the biggest challenges that are faced by Human Resources. In today’s society, retaining employees is rather difficult as various employees are known to jump from job to job, almost always in search for more benefits or for their personal dream. Whatever the reason be, high turnover rates can be very expensive to employers as training and hiring one employee and then training and hiring a new employee requires time and money. According to Chron.com, it has been found that “employee replacement costs can reach as high as 50 to 60 percent of an employee’s annual salary.” As this is a one-time transaction, employees that are retained only “charge” the company once and so it is allowing more work for the dollar when the employee stays with the company for a longer time period. Companies that have high turn-over rates spend more money on employees which affects the bottom line of the company, this determines the state on how fast or a matter of if the company will use its money to expand.

Research indicates that employers can increase employee retention, increase employee productivity, and reduce employee healthcare costs by implementing a workplace wellness program.

|industry too. It has transformed India, created pride in being Indian and given the much needed respect to our passport globally. Including |

In 1907, Jamsetji Tata, an industrialist, established Indians biggest and first steel plant. At the same time it was Asia’s initial private sector steel company. The reason of Tata Steel’s establishing was that Jamsetji had the idea of developing an iron and steel industry in his own country.

I have reviewed Alamo Waste’s recruitment, selection, and retention efforts. I have identified some weaknesses. In the recruitment process, weaknesses include using Craigslist, unemployment offices and college job boards. The internet is a very good resource for recruiting, but there are more useful and trust-worthy job sites other than Craigslist. Another weakness is that interviews are brief and the questions depend on the interviewer. The interviews should be structured and consistent (Argosy University Online, 2016).